Recruitment and Selection Flashcards
Define recruitment
the process which aims to attract suitably qualified candidates for a job from which it is possible to select a competent person
Define Selection
The application of techniques with the aim of selecting and appointing a competent person to a vacancy
What is job analysis and what does it consist of?
The method for a systematic identification of all vital features of a job so that we can set the necessary standards by which the candidate can be assessed.
Job description and person specification.
What does a person specification consist of?
- Qualifications
- experience
- training
- skills
- responsibilities
- emotional characteristic
- sensory demands
what does a job description consist of?
- Job title
- location
- summary
- reporting to
- working conditions
- job duties
- machines to be used
- hazards
what are some examples of internal recruitment?
- transfers
- promotions and upgrading
- demotion
- retrenched employees
- dependants and relatives of deceased employees
What are the advantages of internal recruitment?
- less costly
- candidates already orienteered towards organisation
- orgz has better knowledge about candidates
- enhancement of employee morale motivation
- good performance is rewarded
What are the disdvantages of internal recruitment?
- perpetuates the old method of doing things
- candidate’s present role may be affected
- politics play a greater role
- morale problem for those not promoted
Name a few sources of external recruitment
- press advertisements
- educational institutes
- placement agencies/outsourcing
- employment exchanges
- labour contractors
- employee referrals
- recruitment at factory gate
what are the advantages of external recruitment?
- new skills, talent and experience to the organisation keeping it in a competitive position
- compliance with reservation policy becomes easy
- scope of internal HR problems are avoided
what are the disadvantages of external recruitment?
- better morale and motivation chance are lost
- costly- adverts, written tests and interviews
chances of creeping in false positives or negative error are false
What advice does ACAS give for advertising vacancies?
- should be genuine- exist
- person specification should be the basis for outlining job requirements
- description of organisation should be realistic, factual and clear
- realistic job preview
- job location, pay and allowances should normally be specified
- ads may not discriminate race, disability… age (except GOQs)
what are the most efficient recruitment methods?
Corporate website 50% Recruitment consultants 40% Commercial job boards 25% Professional networking LinkedIn 19% Local newspaper ads 15%
Why is effective recruitment important?
- to attract the right applicants
- trouble finding qualified applicants
- approx 2/3s of manufacturing executives faced a moderate to severe shortage of skilled labour
- Lloyd’s of London risk index listed ‘talent and skill shortages’ as the number 2 risk facing businesses today.
- CIPD (2015) reports that over 3/4 of orgz have experienced recruitment difficulties- especially for managerial, professional and technical staff
What factors should be considered when evaluating recruitment activities?
- cost per vacancy
- speed of recruitment
- number, quality and diversity of the candidates
- number of vacancies filled
- the ratio of offers to acceptance
